Weill Cornell Medicine Executive Assistant Interview Questions
& Process

It was a phone screen and then several interviews: HR screening, Administrator screening, management screening, and leadership screening. Then there was an offer. The whole thing took about 3 weeks because they needed to fill the role fast. It was very thorough.

I went through a friendly interview process for an Administrative Assistant role. The interviewers were warm and clear about their expectations. Since I was applying to a specific department, the process was a bit different. I had three interviews with different people in the department, one of which was a group interview. Then I had a final interview with HR where I got the offer. Be prepared for multiple interviews. After accepting, you'll need to complete blood work and other medical exams at their clinic and visit their office to schedule your onboarding to get your photo ID and security pass.

This was a lengthy interview process involving several phone and in-person interviews. It took a lot of time because of the number of on-site interviews. Everyone on the teams I spoke with seemed knowledgeable and like good people to work with, and most had been with the company for years. The actual interviews went well, which made it possible to overlook the logistical issues. The main problem was poor internal communication between HR, teams, and Directors, to the point where someone was unaware of previous on-site interviews. I had interviews rescheduled on me, for which I took vacation days from my current job, and I wasn't notified until shortly before the scheduled time. They are not intentionally inconsiderate but are too preoccupied to realize you have a job and need to allocate money and time to meet with them. Additionally, they weren't aligned on the salary offer for this position, leading to confusion at offer time. The range discussed on two separate occasions two months prior was never feasible, even though I was told the manager was aware and approved it. There was a 30% difference between the low end of that range and the offer. This led me to believe there was much more money available than there was, essentially wasting both our time interviewing. Lastly, after complimenting everyone I met and the organization, I was treated rudely by the HR recruiter when I rejected the offer. They became upset and explained all the reasons they couldn't offer more, essentially listing reasons not to work there. I wasn't upset about the salary offer itself; the market for the position is what it is. What bothered me was that this entire situation could have been avoided. I tried to convey this hoping it would lead to a process change for others, but it wasn't heard because the HR recruiter was too upset to listen. I ended the call professionally. A lot of time was wasted, and if their internal communication was better organized, we could have ended the process after the first call. I will reiterate that the team members seemed like good people to work with. I recommend anyone interviewing verify the potential salary early on and confirm that the person you are speaking with is knowledgeable about the salary range and has the authority to communicate it. I did this on two occasions, only to be disappointed at offer time and feel like my time was wasted.